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Organizational Communication: Gender at Work. Business organization speech communities are masculine speech communities. The Wage Gap and Pay Equity. Women make an average of 74 ¢ for every dollar men earn The structure of pay inequity: Banking Tellers Hospitals
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Organizational Communication:Gender at Work • Business organization speech communities are masculine speech communities.
The Wage Gap and Pay Equity • Women make an average of 74¢ for every dollar men earn • The structure of pay inequity: • Banking Tellers • Hospitals * wage disparity is greater than can be explained by differences in education, experience, and time in the workforce.
Glass Ceilings vs. Glass Walls • glass ceiling: an invisible barrier to advancement beyond a certain level • glass walls: segregation into job areas that allow little chance of advancement—no career ladder
The Mommy Track • Proposed by Felicia Schwartz in the Harvard Business Review • women in management positions cost more than men • greater costs are due to women’s values and expectations—ones inconsistent with those of organization • two types of women • career primary • career and family primary
The Mommy Track • identify a female employee early • two tracks: • different opportunities • different challenges • different levels of training • different expectations for advancement
Formal and Informal Structures Encode Gender Inequity • Which are pay scales? Separate tracks? Glass ceilings? • Other formal structures: • leave policies • work schedules • Other informal structures • work environment • old boy networks • mentor relationships
Redressing Gender Inequity • Affirmative Action (present and past, groups, qualified individuals) • Goals (flexible, difficult to enforce) • Quotas (specific, rigid, easy to enforce) • Equal Opportunity Laws
Equal Opportunity Laws • Title VII of the Civil Rights Act (1964) • Title IX (1972) • Equal Employment Opportunity Commission (EEOC) • Limitations • Types of relief